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Leadership Perspective: Are Traditional Measures of Workforce Diversity Outdated?

Inpower Coaching

Despite being the #1 recruiting trend for 2018 for businesses, and despite decades of trying to improve workforce diversity demographics in the workplace, the commercial sector has made little progress. Even though there are few signs of statistical progress, the workforce diversity discussion seems to be moving on and evolving anyway. Will this different way of thinking about diversity make our organizations better? How is the workforce diversity discussion evolving?

How this HR exec built the function from the ground up

HRExecutive

Ninety-five percent of HR is now online, including payroll and time keeping, benefits, applicant tracking, new hire enrollment, onboarding, open enrollment, performance reviews and compensation management. * . Michelle McGovern. Michelle McGovern. Director of human resources and operations.

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Equality, Diversity, and the Gender Pay Gap in Tech: 5 Suggestions to Help You Pay Fairly

Compensation Today

Suggestion #1: Don’t fear diversity! The truth is that the workforce is becoming larger and more diverse every year, so ignoring diversity isn’t really an option anymore. In fact, ignoring diversity is actually doing companies more harm than good. As a woman of color, I could say a bunch of warm and fuzzy things about diversity here, but when it comes right down to it the bottom line is: diverse teams lead to better business outcomes.

#Movethedial: Steps to Boost Female Representation in Tech

Ceridian

Leadership is a key driver to change. It is crucial for leadership teams to support diversity and inclusion awareness – a point that stood out to me when reviewing Where’s the Dial Now ? Leaders must understand that support comes in many forms, whether it be educating themselves on gender equality issues, advocating for particular initiatives and programs, examining and updating workplace policies, or sponsoring a woman at work. Gender equality isn’t only a women’s issue.

The Culture Series [Part 3] – Using Leadership to Establish Cultural Identity

HR Bartender

Organizations have tools such as personality assessments, multi-rater feedback, mentoring, and coaching to help individuals understand their own motivations and behaviors. Tracey Burton, former director of diversity at Target Corporation, says working with differences is the key to breakthrough results. “I I think the greatest benefit we have found is that diversity drives innovation. Competency #4 – Agility and Change in Cultural Identity.

3 Reasons Physical Offices & Face-to-Face Meetings Are Not Going Away

Workplace Psychology

This GitLab article, titled “ What Not to Do When Implementing Remote ” is a fantastic resource: “Remote work isn’t something you do as a reaction to an event — it is an intentional approach to work that creates greater efficiency, more geographically and culturally diverse teams, and heightened transparency. At a company level: Only 30% of senior managers feel their organization is well prepared for the rise of remote work (Future Positive Report).

Inclusion is practice

CLO Magazine

When it comes to advancing organizational diversity and inclusion, too often leaders rely on the latest off-the-shelf training program or policy, but these initiatives do little to change employee behavior. Encouraging employees to value each other’s differences and collaborate effectively requires changes in their behavior. This is also an opportunity for employees to identify how they will commit to change. Talent Management diversity and inclusion

15 Key Leadership Competencies every HR Professional Should Know

Digital HR Tech

Developing a diverse leadership bench that’s filled with the right (mid-level) leaders at all times is one of the top priorities for HR this year. Conflict management. Change management. Organizations change constantly. People management.

The Paradox of “Women’s Leadership Training”

Inpower Coaching

When women are more than tokens in leadership – representing over 30 percent of the team in diverse business specialties – their organizations perform demonstrably better. You may even have been working to help people develop balanced leadership styles for a long time, but found it tough to get the guys running the company to buy into “empathy training,” much less change their chest-bumping competitive behavior in the boardroom. Our economy needs women in leadership.

The Business Case For Gender Balanced Leadership

Inpower Coaching

More good news is that studies show that companies with about 30% gender diversity on their boards actually outperform those with no women by a wide margin measured through multiple metrics (e.g., The bad news is that 15% is paltry for the Fortune 500, and it looks like midcap firms’ leadership teams may be even less gender diverse. And this change isn’t only for social justice reasons – there are hard metrics to motivate it too.

“Challenge your team. ” With Michael Simpson

Thrive Global

Michael co-founded PAIRIN after over a decade as a certified coach and spent seven years living in Russia coaching many at-risk young adults to successful careers. Carl Rogers said, “The curious paradox is that when I accept myself just as I am, then I can change.” Ask your team.

Better People Analytics: Measure Who They Know, Not Just Who They Are

Analytics in HR

Back then people analytics—using statistical insights from employee data to make talent management decisions—was still a provocative idea with plenty of skeptics who feared it might lead companies to reduce individuals to numbers. HR collected data on workers, but the notion that it could be actively mined to understand and manage them was novel—and suspect. They used a survey to solicit such ideas from the managers and at the same time gather information on their networks.

Finding Hidden Treasures – Mining for Employee Competencies

Effortless HR

They provide a basis for coaching the employee on how to improve performance. Identifying the needed competencies make recruiting easier and can help in coaching and training employees. Attitude and personal characteristics are harder to identify or develop, but are equally important in demonstrating a needed competency in a position. Project Management. Change management. Managing and/or developing others. Diversity. Self-Management.

60+ Top Global Influencers in HR Tech of 2019

Digital HR Tech

Hayal has extensive experience on topics including (among others) the evolution of the gig & on-demand economies, global talent strategy, workforce flexibility, and diversity. Think of courses about the art of giving feedback, how to become agile, aiming for diversity and many, many more. They also look at the change management and change readiness capabilities users need to have in place for a successful adoption of the technology.

How Bosch Used Gamification to Build People Analytics Skills

Visier - Talent Acquisition

To succeed, we needed to change the culture in HR and build the skillset to better leverage data and impact HR topics in a new way. To enable HR to use data and analytics to drive business results, we needed to build the skillset in analytics and change the mindset to evolve the human capital strategy for the organization. An effective change management plan would be critical to success and there were three pillars to our approach: gamification, sponsorship and communication.

60+ Top Global Influencers in HR Tech of 2019

Digital HR Tech

Hayal has extensive experience on topics including (among others) the evolution of the gig & on-demand economies, global talent strategy, workforce flexibility, and diversity. Think of courses about the art of giving feedback, how to become agile, aiming for diversity and many, many more. They also look at the change management and change readiness capabilities users need to have in place for a successful adoption of the technology.

Julie Jensen: “Give the employee an opportunity to respond to your feedback”

Thrive Global

She has a proven record as an influential change agent and collaborative business partner in industries ranging from manufacturing to high tech, healthcare to energy, professional services to government agencies. Employees and first-level managers resented the double standard that existed.

“Encourage Transparency.” with Taryn Oesch and Amy DuVernet

Thrive Global

Taryn is the managing editor of digital content at Training Industry, where she manages content on TrainingIndustry.com; works on research reports; and co-hosts The Business of Learning, the Training Industry podcast. Amy is the director of training manager development at Training Industry, where she oversees all processes related to Training Industry’s continuing professional education programs, including their research, development and evaluation.

300+ Women Leaders in HR! These Women in HR Bring a Unique Blend of People & Strategic Skills.

CakeHR

Even though HR is known to be a female dominated profession, there’s still much room for improvement in the top C-suite positions, especially when it comes to closing the gender pay gap (something we will know in more detail following data received from the Equal Pay Day 2018 deadline). Angela Trombatore , global content, social & marketing innovation manager. Chris Havrilla , Global Human Capital Management, Technology & Analytics Strategist and Consultant.